Employee management is essential for any companies. It is an important guarantee for the development of the enterprise. If you’re in a leadership position in your corporation or small business, you know that employee management can make or break the success of your organization. Happy, hardworking employees will catapult you to success, while disgruntled, lazy ones will bring you down from the inside. Through skillful employee management, you can create a functional, efficient workplace by capitalizing on the strengths of your employees and motivating them to accomplish the team’s goals.
Successful employee management that leads your team to a successful future includes the following methods.
I. Building Employees’ Involvement
Every employer’s dream is to have employees who care as deeply for the success of the business as they would for their own company. Here are some steps to build commitment and involvement:
(1) Share your vision and the mission of the business. You undoubtedly have many goals for the business. Employees need to know exactly what they should be striving for.
(2) Give some power to employees. If you want employees to care, give them some responsibilities and some decision-making latitude. Let them see that their decisions have impact.
(3) Encourage risk-taking. Let employees experiment a bit and try to find new ways to help the business reach its goals. Don’t create a culture where employees are afraid to try anything new because if they fail they will be punished.
(4) Build employees’ self esteem by occasionally sending them to professional development classes, trade shows, industry conventions, or other “outside” business events.
II. Recognizing/Rewarding Employees
Employees are usually not averse to putting out an extra effort when the business needs help in overcoming a problem or meeting a production deadline. But if extra efforts goes unnoticed, employees will wonder why they bothered.
Some of the common reasons for recognition and reward are:
(1) Meeting sales or other productivity goals;
(2) Excellent customer service;
(3) Outstanding effort and achievement on a specific project;
(4) Length of service (usually landmark anniversary like one, five, ten and twenty years of service);
(5) Retirement;
(6) Safety (this includes recognition for achieving a certain number of days without an on-the-job injury);
(7) Attendance (six months r a year without an absence).
Typical rewards given in conjunction with employees recognition are certificates, cashes, entertainment activities of trips. Don’t give awards out every day or else they will lose meaning. Be especially careful not to give them to everyone, but only those whose work really stand out.
III. Improving Morale and Motivation
If you suspect that you may have a problem with low morale, you need to determine which aspects of your workplace are creating the dissatisfaction with the job and then remedy them. Even if you don’t have a morale problem, you may want to jump-start your workforce into higher levels of productivity. In this case, you need to think about some incentives to motivate your employees, like having a “Friday surprise” or holding a company dinner each month, etc.
Contact Us
If you have further inquires, please do not hesitate to contact Tannet at anytime, anywhere by simply visiting Tannet’s website english.tannet-group.com, or calling Hong Kong hotline at 852-27826888 or China hotline at 86-755-82143422, or emailing to tannet-solution@hotmail.com. You are also welcome to visit our office situated in 16/F, Taiyangdao Bldg 2020,Dongmen Rd South, Luohu , Shenzhen, China.
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